Assessment Task: 2,600 -word Report




We often talk of an employer’s ‘duty of care’ to their employees. But just what does this duty consist of?

Employers have a duty of care to their employees, which means that they should take all steps which are reasonably possible to ensure their health, safety and wellbeing. Demonstrating concern for the physical and mental health of your workers shouldn’t just be seen as a legal duty – there’s a clear business case, too.  It can be a key factor in building trust and reinforcing your commitment to your employees, and can help improve staff retention, boost productivity and pave the way for greater employee engagement.

Legally, employers must abide by relevant health & safety and employment law, as well as the common law duty of care. They also have a moral and ethical duty not to cause, or fail to prevent, physical or psychological injury, and must fulfil their responsibilities with regard to personal injury and negligence claims.

Requirements under an employer’s duty of care are wide-ranging and may manifest themselves in many different ways, such as:

  • Clearly defining jobs and undertaking risk assessments
  • Ensuring a safe work environment
  • Providing adequate training and feedback on performance
  • Ensuring that staff do not work excessive hours
  • Providing areas for rest and relaxation
  • Protecting staff from bullying or harassment, either from colleagues or third parties
  • Protecting staff from discrimination
  • Providing communication channels for employees to raise concerns
  • Consulting employees on issues which concern them.

An employer can be deemed to have breached their duty of care by failing to do everything that was reasonable in the circumstances to keep the employee safe from harm. Employees also have responsibilities for their health and wellbeing at work – for example, they are entitled by law to refuse to undertake work that isn’t safe without fear of disciplinary action.


You are a deputy manager in a UK organisation.  You were recently sponsored to a national conference on ‘Employer’s Duty of Care’ by your organisation and you have just returned to work. The chief executive of your organisation has asked you to write a 2,600-word report based on the theme of the conference. 

You may consider all aspects of an employer’s duty of care to its employees including the requirements listed above.

You may also consider all relevant legislation in your report including The Equality Act 2010 and The Health & Safety at Work Act 1974.  This will assist you to analyse, evaluate and reason your points of view.

General Marking Criteria

These are the broad guidelines used by lecturers when grading your assignments. Please follow these to ensure you get good grades overall.


Weighti ng Grade 1st 2.1 2.2 3rd F
% Subject specific knowledge and understanding





Authoritati ve handling of complex material


Demonstrates sound knowledge

Satisfactory general knowledge of main issues  

Limited knowledge of course material


Factual knowledge inaccurate





Clear evidenc e of theory into practice Sound evidence of theory into practice Satisfactory evidence of theory into practice Little evidence of theory into practice  

No evidence of theory into practice





Excellen t range of relevant informati on  

Good range of relevant information

Adequate range of relevant information Superficial use of relevant information  

Information not wholly relevant

  Critical analysis and thought development





Attention to detail, precision of thought


Logical, generally thorough


Logical, but some lapses in attention to detail

Lack of attention to detail, imprecise analysis  

Weak or little analysis






Clear arguments

, clear justificatio n


Good arguments, good justification


Adequate arguments some justification


Descriptive with undeveloped arguments

Lacks synthesis, statements only, no justification





Extensiv e and in depth


Wide and in depth


Adequate evidence of reading


Limited evidence of reading

Lacks evidence of relevant reading









Well structu red and lucid


Coherent soundly structured

Reasonably lucid adequate structure  

Imbalance in given information


Lacks structure






Sound organisati on, correct use of



Correct use of guidelines but with minor errors

Adequate use of guidelines with minor errors  

Some major errors in use of guidelines


Guidelines not followed








No errors


Minimal errors in proof reading

Some minors errors in proof reading  

Some major errors in proof reading


Inadequate proof reading






Referencin g and annotation correct

A few references and annotation incorrect Some references and annotation incorrect Several references and annotation incorrect  

Major errors or lack of referencing


Guidelines for the presentation of written work

o  Written work should be word-processed in order to demonstrate your professional abilities linked to ICT.

o  Use an appropriate and systematic layout: 12pt font and double spacing.

o  Proof-read your work

Further reading:

–     Collins, Employment Law, Chapter 2 Regulating the Workplace pp 35-36 and Chapter 5 Co-operation see particularly pp 101-110.

Deakin & Morris, “Implied Term of Mutual Trust and Confidence” on pp 361-366 & Sources of Contractual Terms on pp 260-267 & “Assessment” section on pp 409-413

Hugh Collins, Employment Law, Chapter 5 esp heading mutual trust and confidence

Employment Rights Act 1996

Employment Relation Act 2004

Equal Pay   Act

Data Protection Act

National Minimum Wage Act

For further info access ACAS website.

Thank you!